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female-malice · 1 year ago

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Like a lot of people in the climate space, my mind has been spinning this week as I've watched images of the entire world reeling from intense heat, flash floods, wildfires and other climate-change-intensified extreme weather events, interspersed with a sudden deluge of denialism, new and old. At the same time, I happen to be researching both the fossil fuel industry's role in expanding legal protections for "corporate free speech," which it's now trying to extend to fraud, and its role in criminalizing and otherwise suppressing actual free speech around the world. It has me thinking about something I've been on my damn soapbox about for years: accountability isn't just "a" climate solution, it actually has to be the first one. How in the world do people expect any of the other solutions to work without that one coming first?

If fossil fuel companies and other polluting industries are allowed to continue to mislead the public, extract from the public, and impose their costs on the public, how will any proposed solution actually manage to solve anything? What's happening with the IRA is a really good example. It's moving the needle in a big way on the electrification of transportation and the shift toward renewable energy. But it's also sparked an absolutely enormous wave of disinformation and obstructionism, from fake activist groups battling wind farms (supposedly on behalf of whales but actually on behalf of fossil fuel companies) to old-guard climate denialists like Steve Milloy making the rounds on all the conservative talk shows to tell people that everything from wildfire smoke to extreme heat is perfectly normal...healthy even! Their efforts include a very effective re-labeling of gas as "clean energy" and the positioning of various fossil-fuel-friendly non-solutions, from waste incineration to bogus carbon capture tech as part of the transition. They seem to be pushing for a future in which for every dollar that actually moves us away from fossil fuel dependence there's one (or more!) that keeps us from moving on at all.

Electrification is another good example. Many in the climate space are so terrified of disinformation taking hold that they are unwilling to even entertain a conversation about how we might approach lithium mining more equitably than we have oil drilling, never mind how we might reduce car dependency across the board. With zero accountability for either the automotive or the fossil fuel industy, they're left to do what they've alway done: prioritize profits over public health, environmental sustainability, or the equitable treatment of workers. Rather than re-train auto workers to participate in the new EV economy, automakers are hiring new people they can pay less and looking to move to right-to-work states where they won't have to deal with unions. A move that will no doubt be vaguely blamed on "climate activists" or "climate policy" because we still haven't held the people actually to blame—extractive industries and the executives directing them—responsible in any way.

Hundreds of climate cases are currently trying to do exactly that. To combat them, industry is pulling out all the stops: painting the litigation as being driven by money-grubbing lawyers, arguing that evidence-based accusations of fraud are actually attempts to censor companies, cranking up the propaganda machine, and doing everything they can to lock in as much fossil fuel use as possible for the next few decades. All while looking for every possible way to discredit and suppress climate activists.

Oil companies' arguments in court today hinge entirely on the work they've done to help create the concept and legal protection for corporate personhood. They are counting on the rights of personhood to deliver them from tens of millions of dollars in damages. But if they want the rights of personhood, they must also accept the responsibilities: consequences for bad behavior, requirements to change that behavior, and an obligation to consider the common good.

Those of us who see accountability as a critical climate solution are often accused of being a hammer that sees all oil companies as nails, righteous zealots seeking only to blame and punish. That's not it at all. We are, above all, pragmatists who know that bad behavior, especially if it's profitable, never changes absent consequences. Any parent could tell you that, and frankly so could any human. When have you ever seen someone who consistently benefits from and gets away with treating others poorly have a sudden, voluntary change of heart and course correct? That goes double for companies, which are not, despite their loud protest to the contrary, people.

-Amy Westervelt

#cc

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spookysaladchaos · 5 months ago

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Global Top 13 Companies Accounted for 54% of total Phosphatidylserine market (QYResearch, 2021)

According to the new market research report “Global Phosphatidylserine Market Report 2023-2029”, published by QYResearch, the global Phosphatidylserine market size is projected to reach USD 0.18 billion by 2029, at a CAGR of 5.1% during the forecast period.

Figure. Global Phosphatidylserine Market Size (US$ Million), 2018-2029

Figure. Global Phosphatidylserine Top 13 Players Ranking and Market Share（Based on data of 2021, Continually updated）

The global key manufacturers of Phosphatidylserine include Chemi Nutra, IFF, Guangzhou Food Industial, Lipoid, Shandong Baianrui Biology, Lipogen, Solus Advanced Materials, Xiancheng Biology, Novastell, Lecico, etc. In 2021, the global top five players had a share approximately 54.0% in terms of revenue.

About QYResearch

QYResearch founded in California, USA in 2007.It is a leading global market research and consulting company. With over 16 years’ experience and professional research team in various cities over the world QY Research focuses on management consulting, database and seminar services, IPO consulting, industry chain research and customized research to help our clients in providing non-linear revenue model and make them successful. We are globally recognized for our expansive portfolio of services, good corporate citizenship, and our strong commitment to sustainability. Up to now, we have cooperated with more than 60,000 clients across five continents. Let’s work closely with you and build a bold and better future.

QYResearch is a world-renowned large-scale consulting company. The industry covers various high-tech industry chain market segments, spanning the semiconductor industry chain (semiconductor equipment and parts, semiconductor materials, ICs, Foundry, packaging and testing, discrete devices, sensors, optoelectronic devices), photovoltaic industry chain (equipment, cells, modules, auxiliary material brackets, inverters, power station terminals), new energy automobile industry chain (batteries and materials, auto parts, batteries, motors, electronic control, automotive semiconductors, etc.), communication industry chain (communication system equipment, terminal equipment, electronic components, RF front-end, optical modules, 4G/5G/6G, broadband, IoT, digital economy, AI), advanced materials industry Chain (metal materials, polymer materials, ceramic materials, nano materials, etc.), machinery manufacturing industry chain (CNC machine tools, construction machinery, electrical machinery, 3C automation, industrial robots, lasers, industrial control, drones), food, beverages and pharmaceuticals, medical equipment, agriculture, etc.

#Phosphatidylserine

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newsnomadblog · 5 years ago

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New auto-mania: Average price, $32,187. Average payment: $554 per month

I love images | Cultura | Getty Images

06 June 2019 | Phil LeBeau | CNBC

People buying a new vehicle are borrowing more and paying more each month for their auto loan.

Experian, which tracks millions of auto loans each month, said the average amount borrowed to buy a new vehicle hit a record $32,187 in the first quarter. The average used-vehicle loan also hit a record, $20,137.

“We have not…

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#auto industy #auto-mania #layoffs #new cars #profits

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truckandautoelegance · 7 years ago

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Stop in or give us a call to schedule your detailing appointment today!

Truck & Auto Elegance

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cool-pgtemplates · 2 years ago

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#Royal Car Wash Free Bootstrap HTML5 Template

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carsai-precisionparts · 3 years ago

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globalpeacefoundationindia · 4 years ago

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WOMEN UNIFIED CAMPAIGN, GLOBAL PEACE FOUNDATION

REPORT- PAY DESPARITY AND INEQUALITY AT WORKPLACE FOR WEMEN

Since the industrial revolution, women have increasingly participated in the workforce outside of the home in industrialized nations, with particularly large growth seen in the 20th century. Largely seen as a boon for industrial society, women in the workforce contribute to a higher national economic output as measured in GDP as well as decreasing labor costs by increasing the labor supply in a society. The work is done equally by both the genders but pay disparity towards women still prevails .

Statistical discrimination in the workplace is unintentional discrimination based on the presumed probability that a worker will or will not remain with the company for a long period of time. Specific to women, since employers believe that women are more likely to drop out of the labor force to have kids, or work part-time while they are raising kids, this tends to hurt their chances for job advancement. They are passed up for promotions because of the possibility that they may leave, and are in some cases placed in positions with little opportunity for upward mobility to begin with based on these same stereotypes.[36]

Women continue to earn less money than men, despite establishing equal pay laws and Despite hopes for significant improvement in equal pay and the removal of barriers for women to advance in the workplace, progress in these areas has been slow.

Causes of Gender Discrimination in the Workplace

A primary cause of gender discrimination in the workplace is that women are under-represented in many different industries, especially in male-dominated industries such as the auto industry. As a result, men in authority in these industries don’t always have an open, progressive view about welcoming women, and that can create conflict, tension, and a negative work environment. Discrimination, however, doesn’t exist solely in male-dominated industries; it also crops up in diverse industries in which male executives and male staff employees view women as less capable or less able to perform work tasks at an acceptable level.

1.Gender roles

In order to advance in most businesses or careers, an employee is expected to put in long hours to demonstrate just how committed they are. The amount they’re willing to put in paints a picture of how ambitious they are. In some jobs, travelling is necessary and employees may even have to relocate to different locations either in the country or internationally.

For women, some of these things can be problematic. For instance, relocating might not be possible due to their spouse’s work. In addition, there is necessarily a limit to how much time some women can put in at work, especially if they have families which they need to take care of. Since women are still the primary caregivers in most families, the amount of time they can devote to their job may not be considered enough for them to get the same benefits as men.

2.Persisting gender bias

While it is true that outright discrimination against women in the workplace is no longer the norm, there are certain ‘second generation biases’ that still exist with respect to gender roles. First generation biases are those which result in intentional discrimination. On the other hand, second generation discrimination is defined as “powerful yet often invisible barriers to women’s advancement that arise from cultural beliefs about gender, as well as workplace structures, practices, and patterns of interactions that inadvertently favor men.”

GENDER PAY GAP

Gender pay gap refers to the difference in earnings between women and men in the paid employment and labor market. For the year 2016, the gender pay gap in India was estimated to be 24.81%. A report by the World Economic Forum highlights that in the corporate sector in India, a woman is paid only one-third of what a man in the same position is paid. The difference in earnings between men and women is also sometimes described in terms of how much less women make than men. To calculate this gap from the ratio as defined above, simply subtract the ratio from 1. So, if the gender pay ratio is about 80 percent (or 80 cents on the dollar), this means that women are paid 20 percent less (or 20 cents less per dollar) than men. A larger difference between men’s and women’s earnings translates into a lower ratio but a larger gap in their earnings.

EXAMPLE- the situation of unequal pay is there in the industries which are considered to be progressive and modern like the Hindi film industry or Bollywood. The situation is no different in the film industy of the country. According to a 2019 report, India‟s highest paid actress, Deepika Padukone, earned approximately Rs 16-18 crores per film, while our highest paid actor, Salman Khan, takes nearly Rs 60 crores for the same. This data clearly shows the pay disparity in Bollywood.

Barriers to Advancement and Better Pay

While most people are familiar with the term “glass ceiling” and the basic barriers for women seeking to advance at work, there are other obstacles that prevent women from succeeding when it comes to hiring and promotion. Many companies focus on avoiding and resolving these barriers because of the appearance of intentional discrimination against female candidates and employees. All processes should be reviewed carefully to guard against unintentional discrimination or adverse impact as well. The following are examples of how both can occur:

Concrete ceiling: In addition to sexist attitudes and assumptions, women of color must contend with overt and unconscious racism in the workplace. Akin to the glass ceiling, this term refers to the “double barrier” that prevents minority women from advancement and promotion.

Glass door: This term refers to the barriers that keep women from being hired for higher-paying positions, as occurs with steering. Another example would be a female job candidate who is expected to start at a lower rank than a male applicant with similar qualifications.

Glass cliff: This term describes what happens to women when they reach senior levels within an organization. Those who have achieved this level of success are often held to a higher standard than their male peers and are evaluated on a much stricter scale, leading them to have poor reviews and their salaries and opportunities to stagnate.

Glass wall: Many women experience barriers when attempting to move laterally within an organization. For example, a female accountant who needs to gain knowledge of marketing and human resources in order to advance at work may be denied the opportunity to transfer departments or shadow other employees who work in these areas.

Glass elevator: This term refers to the practice of quickly promoting men who work in professions traditionally occupied by women, such as nursing, even if they have spent less time on the job than their female coworkers.

WHY ARE WOMEN PAID LESS THAN MEN?

WHY IS THE UNCONTROLLED PAY GAP SO MUCH LARGER?

Part of the reason for the gender pay gap is that women are more likely to take a break during their careers to have children or to seek lower paid positions that offer more flexibility to make it easier to manage a family. Some people mistakenly assume that this “explains” the gender wage gap and eases fears over sexism. However, this explanation does not fully account for the gap. Neither do differences in education, experience, and occupation, as we can see from the controlled gender pay gap. It also doesn’t negate sexism in the workplace.

Factors that are likely to impact the gender pay gap but are difficult to measure include unconscious bias and discrimination against women, including assumptions that women will leave the workforce to have children or that women with children should earn less than men. In a 2017 survey, it was found that 42 percent of women said they have experienced gender discrimination at work compared to 20 percent of men who said the same. One of the most commonly reported forms of discrimination is earning inequality. Indeed, 25 percent of women said that they have earned less than a man doing the same job while just 5 percent of men said they have earned less than a woman doing the same job. Women with children also make less than men with children or women without children. This is often called the motherhood penalty or the childbearing penalty.

STATISTICS

1.Women in India earn 19% less than men, reflecting the high gender pay gap in the country, according to the latest Monster Salary Index survey . The gap has narrowed merely by 1% in 2019 from 20% a year ago.

The latest data from the online career and recruitment solutions provider indicates that the current gender pay gap in India stands at 19%, where men (Rs 242.49) earned Rs 46.19 more in comparison to women (Rs 196).

2.The ‘Women of India Inc’ survey, which showed that women feel stark discrimination at work, found that the most notable form of discrimination is perception that women are less serious about work once they are married (47%). About 46% women feel that maternity leads to a perception that they will quit. About 46% women also believe that there is a notion that women can’t put the same number of hours as men.

LAWS

Articles 232 and 243 of the Universal Declaration of Human Rights has specified and clarified The Right to Work as an imperative Human Right .Everybody has the privilege to work and can opt for working in a secure environment. The privilege to work is firmly identified as a fundamental right which could be equated with something as simple as the privilege to life. In a nation where a large number of individuals are denied any financial resources other than work, employment which is profitable is basic for these rights to be satisfied. Unemployment is one of the leading factors for poverty. The liberty to work negates that. There should be equal pay and equal work opportunities given to all without any discrimination.

1. Equal Remuneration Act, 1976

Equal Remuneration Act, 1976 obliges businesses to pay equal compensation to laborers for same work or similar work with no discrimination on the premise of gender. The Act requires each business not to pay to any labourer the compensation at rates less great than those at which fee is paid by him to the labourers of the opposite sex for playing out a similar work. This law aims to prevent gender discrimination of wages, hiring, promotion, or training and can be circumvented through wage reclassification of skilled and unskilled workers. Often, regardless of the type or skill-level of a job, women are placed in the unskilled, lower-paid wage category, while men are placed in the skilled, higher-wage category. The Act Includes Equal pay to men and women workers for same or similar work. No discrimination in recruitment and service conditions, except where employment of women is restricted by the law such as night hours or industry specific restrictions.

Amendment to the Act

Act, 1987 Amends the Equal Remuneration Act of 1976 by expanding certain punishments for guilty parties, and also providing for jurisdiction for a trial of offences. The Equal Remuneration Act was passed in 1976, accommodating installment of equivalent compensation to men and women for a similar kind of work, and to anticipate victimization of women in business.

2.National Commission for Women Act, 1990 (Act of Parliament)

Makes a National Commission for Women to survey existing statutory assurance of women; get occasional reports to the Central Government on matters identifying with safeguard for women’ rights; research dissensions identifying with the hardship of these rights.

3.Constitutional (74th Amendment) Act, 1992

women in political power at the lower level have battled for mass education activities and additionally for control over assets, for example, water. But since running for office has turned out to be progressively costly, parties just set forth a couple of women candidates, and these are often relative. While these women are getting advanced, generally speaking there are still relatively few women in politics.. “The Amendment mandates one-third reservations (or quotas) for women in local governing bodies in state or public institutions.”

4.The new Code on Wages

Recently, the Code on Wages, 2019 of India (Code on Wages) has been notified and it received the Presidential assent on August 8, 2019. The Code of Wages consolidates four national level labour laws on wages, being the ERA, Minimum Wages Act, 1948, Payment of Wages Act, 1936 and Payment of Bonus Act, 1965.

The first set of provisions of the Code of Wages relates to anti-discrimination, prohibiting discrimination against employees on the ground of gender in matters relating to payment of wages. The Code on Wages also prohibits discrimination while recruiting any employee and in the conditions of employment, except in cases where employment of women in such work is prohibited or restricted under any law.

The key points of differential between the ERA and Code on Wages are that while the ERA referred to discrimination against women and between men & women workers, the Code on Wages prohibits discrimination on the grounds of gender, thereby covering the LGBTIQ category as well.

ANALYSIS OF PAY DISPARITY AND INEQUALITY AT WORKPLACE IN OTHER COUNTRIES

Gender pay disparity and the treatment of women is kind of similar in many countries, which makes it a global problem. Not only in INDIA but women face discrimination at workplace in many other countries.

Here are a few countries where pay disparity exsists-

1. Korea, 34.6%

Korea has the largest gender wage gap.

In Korea, the average woman earns about 65.4% of what a man earns, leaving them with a 34.6% wage gap. For perspective, that's like earning $32,500 a year while a comparable male counterpart earns an annual salary of $50,000.

2. Japan, 24.5%

Japanese women earn 24.5% less than men, Part of this is thought to be because Japanese women do over three-quarters of the unpaid labor and caregiving, while the average man works long hours at their paid jobs.

3. The United States, 18.2%

The gender pay gap in the United States is larger than the Organization for Economic Cooperation and Development (OECD) average when considering the difference between the wages of full-time annual median male and female wages. Within the OECD, the United States has the 12th largest gender gap overall, and the U.S. gap is bigger than the gap in most European countries. That said, making direct international comparisons is often difficult. For example, part-time work by one parent is more common in Europe, as is substantial use of parental leave and paid vacations, while single parenthood is more common in the United States

Although the US implemented the Equal Pay Act of 1963, which requires that men and women are given equal pay for equal work in the same job, American women also earn 18.2% less than the median wage of American men.

4. Canada, 18.2%

Women in Canada still earn 18.2% less than the median wage of men, despite the Canadian Employment Standards Act, which prohibits wage discrimination on the basis of sex and employment status in Canada.

5. United Kingdom, 16.8%

Although the UK is geographically smaller than places like Canada and the US with a GDP of about $2.6 trillion US dollars, there still only earn about 83.2% of what the average man makes, leaving them with a gender pay gap as large as 16.8%

The Future of Gender Pay Gap in India

Based on the research and statistics, it is pertinent to note that pay disparity is one of the major indicators of the issue on social injustice, which needs immediate attention. India has also taken certain steps to curb the pay disparity. India has previously ratified the Equal Remuneration Convention, 1951 which was adopted by the ILO.

Although India has certainly come a long way in addressing the issue of pay equity, there is lots more to do. The principle of equal pay for equal work needs to be strongly advocated and promoted by the government, starting with itself! This should further be supported by strong wage policies and strict implementation of the existing anti-disparity laws. Since pay disparity is also noticed in India's massive unorganised sector, it is imperative to conduct regular awareness programs among the workers enlightening them about their rights. Additionally, efforts need to be made by the government to formalise the unorganised / informal sector by framing of effective wage policies applicable to them and implementation of the same.

On an international front, India has been a part of G20 (Group of Twenty), which has adopted certain sustainable wage policies to address the wage gap which have been identified as the key objectives of the United Nations 2030 Agenda for Sustainable Development. While India may be party to various international treaties and conventions working towards eliminating wage gap, it requires active participation as well as a collective intent and steps to achieve the agenda.

Time is running out if India truly would like to project itself as a progressive nation. India can certainly learn from smaller but more progressive countries such as Iceland, which has topped the WEF ranking by closing more than 85.8% of its overall gender pay gap. Hopefully, we will see it included in the government's agenda sooner rather than later.

EMPLOYEES RIGHTS

They have the right to-

1. Work in a safe, discrimination-free environment. Your employer is required by law to provide a safe working environment that is not “hostile” to you based on your sex or gender identity.

2. Talk about or speak out against gender discrimination at work, whether it’s happening to them or to someone else. they can talk about discrimination that’s happening at work to whoever they want, including their coworkers and their supervisor. they also have the right to tell their employer (in a reasonable way) that they believe a company policy, practice, or manager is discriminatory or engaging in discrimination. It is illegal for the employer to retaliate against (punish) them for talking with coworkers about discrimination. Retaliation includes being fired, demoted, cutting the pay, switching shifts or duties, or any other action that has a negative effect on them. If the employer retaliates, they could consider taking legal action.

3. Picket or protest against discrimination. In fact, when the employee facing this issue gets together with one or more of their co-workers to raise concerns about their pay or working conditions, they are engaging in what’s “concerted activity,” which is legally protected by the National Labor Relations Act.

4. Make a copy of your personnel file. they can request to see their personnel file, which could contain performance evaluations, their employment and pay history, and other useful information that could be used as evidence if they decide to take legal action. The HR department or union representative should have information about how to get their personnel file for review.

5. File a complaint or charge of discrimination with a government agency, such as the Equal Employment Opportunity Commission (EEOC), or the state’s Fair Employment Practices Agency — for example, in California, the Department of Fair Employment and Housing (DFEH). They also have the right to tell their employer that they plan to file a charge, and the employer cannot retaliate against them for doing so.

• Note: There are strict deadlines when filing charges with government agencies, called “statutes of limitations.” The deadline to file one with the EEOC is either 180 or 300 days from the “last act” of discrimination, depending on which state they are in.

6. Testify as a witness or participate in an investigation by the EEOC or other government agency. the employer can’t keep them from providing evidence, testifying at a hearing, or communicating with a government agency that is looking into discrimination at the workplace. Even if the investigation eventually finds that there was no discrimination, employees participation is still a protected right, meaning their employer can’t retaliate against them (punish them) for cooperating.

If they are fired or retaliated against (punished) for doing any of the above, it is illegal, and they could take legal action against your employer/former employer. Retaliation includes being demoted, cutting the pay, switching shifts or duties, or any other action that has a negative effect on them.

Best practices to improve pay equity and and impact for women in the workplace:

● Require diversity in groups that decide promotions and hires. This reinforces an organization’s commitment to inclusion in the workplace and increases the likelihood of selecting the best candidate through diversity of thought, feedback, and perspectives.

● Take an implicit bias test and become familiar with how biases and stereotypes can affect decisions when it comes to hiring, promotion, and mentoring.

● Ensure job titles are gender neutral — e.g., “salesperson” instead of “salesman.” Doing so helps decrease the likelihood of associating a single gender with the position.

● Offer job sharing and flexible work schedules that allow employees to attend to family duties. Many women still assume the role of primary caregiver at home, so having policies to accommodate for other responsibilities indicates a true desire to be inclusive.

PREPARED BY- HARLEEN KAUR OBEROI

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vanxuanltdhongyan-blog · 5 years ago

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Ngoại thất: Ngoại thất Xe trộn bê tông Hongyan 7 khối có thể chia làm 2 phần: Phần Cabin và hệ thống bồn trộn. Cabin xe trộn bê tông hongyan 7 khối 2019 là loại cabin Kingkan, mẫu mã được thiết kế dựa trên cơ sở thiết kế của IVECO Italia, với phần mặt nạ ga lăng gồm các đường nét hình chữ V cứng cáp, Cản dưới bằng sát dày và cứng cáp rất phù hợp với xe công trình. các thanh trang trí và lô gô mạ inox sáng bóng. Cabin xe trộn bê tông hongyan 7 khối

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Bồn trộn: Xe trộn bê tông hongyan 7 khối được trang bị bồn trộn do nhà máy CIMC Thẩm Quyến sản xuất, đây là đặc điểm nổi bật nhất trong các dòng sản phẩm xe trộn bê tông của Trung Quốc, bồn được làm từ vật liệu thép cường lực BW300TP, có khả năng chống mài mòn cao, khó bị nứt, rỉ sét, ăn mòn,... Động cơ: Xe trộn bê tông hongyan 7 khối sử dụng động cơ Cursor, công suất 290HP, do liên doanh SIH sản xuất, trong đó S là SAIC là shanghai auto industial corp tức là tập đoàn công nghiệp ô tô thượng hải, I là IVECO, là tập đoàn sản xuất động cơ hàng đầu của Ý, cung cấp động cơ cho nhiều hãng máy công trình và xe tải nặng của thế giới, H là Hongyan, là công ty chủ quản của các dòng xe tải nặng Hongyan như xe ben, xe trộn bê tông, xe đầu kéo, xe tải...

Tính năng an toàn Xe trộn bê tông HongyanXe trộn bê tông Hongyan nói riêng và xe Hongyan nói chung, là dòng xe chuyên dùng đầu tiên tại Việt Nam có tính năng an toàn sử dụng khớp nối cabin có thể trượt về sau khi có va chạm mạnh, đảm bảo giảm thiểu thiệt hại về người và vật chất. Tiết kiệm nhiên liệu: Xe trộn bê tông hongyan sử dụng động cơ Cursor, được kiểm soát bởi hệ thống phun dầu điện tử, tích hợp nhiều cảm biến để nhận diện mức phun dầu tối ưu nhất, tiết kiệm nhiên liệu từ 6 - 10% so với các dòng xe cùng phân khúc tải trọng và công suất.

Giá xe trộn bê tông hongyan 7 khối: Giá xe trộn bê tông Hongyan 7 khối dao động quanh mức giá 1,3 tỷ tùy thời điểm, chúng tôi thường xuyên có chương trình ưu đãi để sản phẩm đến tay quý khách có giá cả hợp lý nhất

Phụ tùng và bảo hành: Hiện tại, chúng tôi đã có kho phụ tùng chính hãng, luôn sẵn sàng phục vụ việc bảo dưỡng, bảo hành sửa chữa cho quý khách, nhanh nhất. Thời gian bảo hành và số km bảo hành cũng vượt trội so với một số dòng xe tương đương, đây là hành động cụ thể để chứng minh chất lượng của sản phẩm.

Công ty TNHH thương mại thiết bị Vạn Xuân rất hân hạnh được phục vụ quý khách. Thành công của quý khách là động lực để chúng tôi phục vụ quý khách ngày càng tốt hơn.

>>> Tham khảo: xe trộn bê tông howo 10m3 Liên hệ VPGD miền Bắc: P. 1206, ĐN1, CT3, KĐT mới Trung Văn, P. Trung Văn, Q. Nam Từ Liêm, TP. Hà Nội VPGD miền Nam: P. 1814, tòa nhà Hoa Phượng, P. Thới An, Q. 12, TP. Hồ Chí Minh Hotline: 0922.368.555 – 0934.532.888 Email: [email protected]

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inkspill-nebula · 6 years ago

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Why I use Open Office instead of Microsoft Word and Windows Instead of Apple or Linux.

The power in our apartment just browned out. I panicked and shut down my computer without saving my open documents. Fortunately, Open Office is AMAZING about recovering documents.

Even if the power goes out, Windows updates without giving me an opt-out or "not now" type option (which it rarely does anymore, thank God), the beast randomly decides to shut off without warning (also uncommon), or all of a sudden everything just crashes and the system has to be powered down hard (in the case of my old laptop), Open office picks up exactly where I left off, nothing lost, nothing reformatted.

Microsoft Word has gotten a lot better with its auto-recovery in recent updates, but -when I was using the school's computer- it would still lose track of a paragraph or two now and again, and it rarely recovered a document correctly after a fatal error. I have the tendency to go hours or even days without saving a document, so sometimes I wind up being two or three chapters into a project- or several pages into an essay- that has never been saved when something dumb happens, so I absolutely love knowing that I'm not going to lose anything when it does, and Word just doesn't do that for me.

Also, I tend to use open source wherever possible. Especially since the death of net neutrality, I tend to go out of my way to support small online projects. Microsoft is not a small online project. actually, they're a bit of a monopoly. Most of the computers in our house have more than one operating system, and we tend to use Ubuntu(Linux) for a lot of things, but there are a lot of things that don't have support for Linux, so for me, because I'm a gamer as well as a writer, I don't have many other options.

The next major thing is I don't trust Microsoft. I have cortana as disabled as it gets, I buy nothing through the Windows store, I don't have a camera or a microphone on my computer and I tape over both on my laptops, I don't have One Drive setup, and I don't use Edge. I don't like how Microsoft tries to get all up in its users buisiness and record their data.

Why not use Apple then? Apple and I don't get along. I think the fact that I prefer open source implies that I'm not mainstream. I also like having control over what my machines are doing, and I like knowing what the companies I buy from are doing with information they get from me, and Apple is more mysterious in that respect than Microsoft. Apple makes it extremely hard to get into their products. I like open source because I can look at the insides of it and know what it's doing, and Apple goes miles out of their way to prevent your from doing that, and it seems extremely sketchy to me. Also, I really don't like their operating systems these days. The user interface is crap, It's trendy and fuctional, but it's impractical for what I do, and after Steve Jobs passed away it started giving me the impression that it was trying too hard to please everyone at the same time instead of doing what actually worked.

I grew up with Apple. We had an iMac from the late nineties in the house until I was about four. The next Apple computer I encountered was in mid 2010, and I barely recognized it. Now I look at an Apple computer, and it looks similar to how it did in 2010, and it's still the risk taker of the industy, and it still feels revolutionary, but it also feels like an illusion. There's a certian quality of Apple that died in the mid to late nineties. I guess what it is is that it became cocky. it became aware of the faact that it was the best of the best and took to rubbing it in everyone else's face. It lost it's respectability.

Windows... Well, Windows is something, at least for me, that I can take more at face value. It's a more complicated feeling system to learn the basics of, but I find it easier to undertsnad completely once you've gotten over that. I used various Apple systems at school from 2010 to 2014 (from ages 9 to 14) and I never figured themt out enought to be comfortable with them even though I could operate them perfectly well, whereas my HP Compaq with Windows XP became an extension of my hand within weeks, and I was 6 when I got that thing.

Actually, I haven't even had that click with Linux either. Linux is a bit of a bear at times, honestly. It's much harder to learn than Windows, but oce you've got it you're basically unstoppable. I just haven't commited enough time to it yet. Especially because my current PC doesn't run it, so I only encounter it regularily on the Raspberry Pi that operates our entertainment system.

But really, for the kinds of things that I do, I need compatibility and Windows really is the best option for that, but I'm not into corperate bullshit, so I tend to avoid their other products. Making Open Office the best option for me.

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seoviews · 8 years ago

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Weekly SEO Q&A – Hump Day Hangouts – Episode 106 Replay

.embed-container { position: relative; padding-bottom: 56.25%; height: auto; overflow: hidden; max-width: 100%; } .embed-container iframe, .embed-container object, .embed-container embed { position: absolute; top: 0; left: 0; width: 100%; height: 100%; }

,Weekly SEO Q&A – Hump Day Hangouts – Episode 106 Replay, For more SEO training, visit:

0:00 intro and announcements

Black Friday sale coming up!

4:00 Free hat for good AdWords comment today! Just participate live and win

5:00 Thanks for RYS Drive Stack!

5:30 Hi guys hope you dont feel too rough after Panama! I have a national client in the UK whose website im setting up an IFTTT ring for and they already have some google properties in place.

Their google brand page and Youtube page are connected together under a website email through gmail like [email protected] and have posts and videos from 2 years ago so i wanted to use them rather than setup new ones. Is their branded/company email going to be a weakness/problem as opposed to an actual gmail like [email protected]?

9:00 Hi guys! I hope you enjoyed your time in Panama plotting and planning against Google.

We have a law client that we made an RYS drive stack for. We’re trying for a pretty competitive keyword phrase, so we would like add additional drive stacks. When you do that, do you use the same G-Drive account or start fresh with a new account?

Also, the main keyword terms were initially ranking on page one of Google, even as high as position 3 and then gradually have dropped to page 3 and have stayed there. We finished the stack in early May and then started backlink building in early July.

12:00 I am still wondering if I should go with the version of my site. I have 15 pages with just the www version and then 3 pages that have both versions www and indexed so I need to choose one direction to go. Staying with www would be easiest.

How much advantage is there doing this if my site is a simple affiliate site?

18:00 Just a thought – if we use 301 url redirects from a web2.0 to the money site – would that be bad – incorrect or google punished

20:00 Hi all i have a question about PBN’s I have a money site that have a IFTTT ring to his rss. I used my PBN’s with backlinks to the IFTTT ring. how can i make it stronger?

23:00 I have site with 4 locations in TN and am setting up local maps for all 4 locations. I was wondering if I can/should create branded IFTTT linkwheels for each location (same brand for all 4 locations).

26:00 Which would you all recommend, GetResponse or Clickfunnels? I’ve been using GetResponse for a little while now and its pretty nice. However, I just got hipped to Clickfunnels and I’m hearing some really great things about it. Thanks!

31:00 Hey, Have you guys tested or can suggest any new trigger channels that might work in an ifttt network ring yet?

33:00 I’m trying to optimize a website for google maps. The business has 4 categories selected within GMB. I want to create 4 pages on the website and optimize for those terms. How would you suggest to implement in the site architecture and what content would you include on the pages?

35:00 One of my clients has a .mob website that is separate from his old website and it ranks very well in his industy. He has just had a brand new responsive website created, how can I help him keep or transfer his mobile rankings from his .mob site?

40:00 I edited the html code on my Tumblr theme and I now have 35 icons in the sidebar linked to the IFTTT networks and citations. How many links in a sidebar of a blog is too much and did I go overboard with this?

43:00 When I get some spammy comments, I remove the url from comment and edit it to be a positive comment. Do comments help build credibility or should I just block them to save time?

45:00 Trying to sell my house and brokers don’t know and don’t do digital marketing. So I’m starting to market with adwords, and will also do youtube ads and facebook. Hopefully this will work, and if so, then can expand specialized marketing for unique properties and high priced homes

47:00 I plan on using ads two ways…one for multiplying leads for lead gen clients…but the other for doing my own affiliate/cpa offers and eventually selling my own products!

47:30 Following Local Kingpin at the moment spending more than making with adwords but getting better so any more help would not go amiss.

50:00 How many links with FCS (or whatever spam tool you use) do you guys usually throw at each branded Tier 1 spam point property in your network for local sites?

How many Tier 1 spam points do you hit at once and how do you decide which ones to hit first?

What is your favorite spam tool to use for powering up your network?

51:00 When you are updating new IFTTT properties in your IFTTT group are you updating the master spreadsheet or do we need to do that?

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rostam-z · 6 years ago

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Via: @z.rozanoff

Source: RostamZandi.se

#Industrial Photography #Photography #Photography – relay.rozanoff.se #Architecture #ArchitecturePhot

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bukareview0 · 6 years ago

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Mobil berjenis double cabin atau dcab dikenal sebagai mobil yang memiliki perawakkan gagah dan kekar. Hal ini dapat terlihat dari dimensiinya yang besar serta jarak dari tanah ke mobil yang cukup tinggi. Selain desainnya yang berotot, dcab juga dikenal sebagai mobil yang sangat tangguh. Ketangguhannya bahkan diandalkan untuk melakukan pekerjaan yang berat. Tak heran jika dcab banyak dijumpai di daerah pertambangan dan perkebunan.

Buka juga: Wuling Formo vs Daihatsu GranMax, Ini 3 Perbedaannya!

Perawatannya yang mudah serta durabilitasnya yang tinggi membuat dcab menjadi idola di berbagai sektor industi di Indonesia. Namun belakangan dcab juga digunakan sebagian orang sebagai kendaraan harian atau sebagai kendaraan yang hanya digunakan untuk berpergian ke suatu tempat di jalan perkotaan. Hal tersebut tidaklah salah dan sah-sah saja. Nah, yang menjadi tren saat ini adalah beberapa orang menggunakan dcab dengan tampilan amat gagah untuk berjalan-jalan ke mall. Perhatian terhadap penampilan dalam kondisi seperti ini memang penting.

Untuk membuat dcab menjadi lebih gagah tentu tidak dengan sendirinya alias diperlukan penambahan aksesori yang dapat mendongkrak penampilan dcab kamu. Beberapa aksesori dapat kamu gunakan untuk mempergagah dcab kamu, berikut lima aksesori yang bisa membuat dcab kamu tampil lebih gagah.

1. Bull & Rear Bar